【中文版在后面】
How to Evaluate a Job Offer
A few years ago, I read about a person who was made a verbal job offer in the morning, only to have it rescinded that same evening. Unfortunately, in the interim, he resigned from his current job. When he asked for his old job back, his employer refused.
The article went on to explain that while he may have cause for action against the first employer who made the verbal offer, it would have been much easier had he requested the offer in writing.
We start with the most fundamental piece of advice: always get your job offer in writing. Verbal offers can be fleeting, leaving you vulnerable if things go south. Having a written offer not only provides clarity but also legal protection.
But what else should you think about when considering a job offer? Let's take a look at the components of a typical job offer.
1. Reporting Relationship and Responsibilities
Your job offer should clearly define your reporting structure. It's advisable to refer to positions or titles rather than specific individuals, as personnel may change over time. Additionally, the offer should include a detailed list of your duties and responsibilities, either within the offer letter or as an attachment.
2. Salary
Your offer should outline your starting salary and provide details on how this may increase over time, including the timing of performance reviews. If your position includes incentive pay, such as a bonus, the offer should explain how it's calculated and when it's paid out.
3. Benefits
Most organizations offer benefits, including life insurance, health, dental, disability, and more. Request a copy of the benefits plan, review it carefully, and understand the details. Be aware that there may be a waiting period to join the plan, often around three months, but this can sometimes be waived. The cost of coverage is usually shared between the employer and the employee.
4. Pension
If your prospective employer has a pension plan, it can be either a defined contribution or a defined benefit. Understand the type of plan and whether the employer matches your contributions. Be aware that there may be a waiting period to join the plan.
5. Vacation and Sick Days
Clarify how your vacation time is calculated to avoid misunderstandings. Vacation days are typically earned at a specified rate per month worked (for example, 1.25 days per month) Sick days are often calculated and accumulated in a similar manner. Ask about any criteria for increasing your vacation entitlement over time.
6. Confidentiality
Many job offers include confidentiality clauses. These clauses prohibit the disclosure of company information, such as client lists, pricing details, and trade secrets, during and after your employment.
7. Exclusivity
For senior positions, you might encounter exclusivity clauses. These clauses state that you will devote your time and attention to the organization and may restrict your involvement in outside interests, such as ownership in other companies, without prior consent.
8. Termination
While discussing termination during the hiring process may seem unusual, understanding the terms surrounding termination is essential. Employers can terminate employment for "just cause" or "without cause." Make sure you know your rights and severance entitlements in case of termination.
9. Conditions
Some job offers include conditions that must be met before the offer becomes legally binding. These conditions might include providing academic transcripts or satisfactory references. Do not resign from your current job until you receive confirmation that all conditions have been met.
10. Acceptance
Lastly, pay close attention to the acceptance clause at the end of the offer letter. This section confirms your understanding of the terms and conditions and signifies your acceptance. It's crucial to comprehend the document fully because your signature transforms it into the official employment contract.
【中文版】
如何评估一份工作
几年前，我读到过一个人的故事，他在早上得到了一份口头工作，结果在当天晚上就被取消了。不幸的是，在此期间，他辞去了目前的工作。当他要求恢复原来的工作时，他的雇主拒绝了。
这篇文章接着解释说，虽然他可能有理由对第一个口头提供工作机会的雇主采取行动，但如果他以书面形式提出要求，就会容易得多。
我们从最基本的一条建议开始:永远以书面形式获得你的工作邀请。口头上的提议可能是短暂的，如果事情进展不顺，你会很脆弱。书面报价不仅提供了清晰的信息，还提供了法律保护。
但是在考虑工作邀请的时候，你还应该考虑什么呢?让我们来看看一份典型的工作邀请的组成部分。
1. 汇报关系及职责
你的工作邀请应该清楚地定义你的报告结构。提及职位或头衔而不是具体的个人是明智的，因为人员可能会随着时间而变化。此外，录取通知书应该包括你的职责和责任的详细清单，可以在录取通知书中，也可以作为附件。
2. 工资
你的报价应该列出你的起薪，并详细说明随着时间的推移，这个数字可能会如何增长，包括绩效评估的时间。如果你的职位包含激励性薪酬，比如奖金，那么招聘启事应该说明如何计算以及何时发放。
3.好处
大多数组织都提供福利，包括人寿保险、健康保险、牙科保险、残疾保险等等。索要一份福利计划的副本，仔细阅读，了解细节。请注意，加入该计划可能需要等待一段时间，通常是三个月左右，但有时可以放弃等待。保险费用通常由雇主和雇员共同承担。
4. 养老金
如果你未来的雇主有养老金计划，它可以是固定缴款或固定收益。了解计划的类型，以及雇主是否与你的供款相符。请注意，加入该计划可能需要等待一段时间。
5. 假期和病假
弄清楚你的假期是如何计算的，以避免误解。假期通常以每月工作的特定比率(例如，每月1.25天)获得。病假通常以类似的方式计算和累积。询问一下随着时间的推移增加假期的标准。
6. 保密
许多工作邀请都包含保密条款。这些条款禁止在你受雇期间和之后泄露公司信息，如客户名单、定价细节和商业秘密。
7. 排他性
对于高级职位，你可能会遇到排他性条款。这些条款规定，在没有事先同意的情况下，你将把你的时间和精力投入到组织中，并可能限制你参与外部利益，比如在其他公司的所有权。
8. 终止
虽然在招聘过程中讨论终止似乎不寻常，但了解有关终止的条款是必要的。雇主可以“正当理由”或“无理由”终止雇佣。在被解雇的情况下，确保你知道自己的权利和遣散费。
9. 条件
一些工作邀请包括一些条件，这些条件必须在要约具有法律约束力之前得到满足。这些条件可能包括提供学术成绩单或令人满意的推荐信。在收到确认所有条件都已满足之前，不要辞去目前的工作。
10. 验收
最后，要密切注意录取通知书末尾的录取条款。本节确认您已理解条款和条件，并表示您已接受。充分理解这份文件至关重要，因为你的签名将把它变成正式的雇佣合同。
